Disability Discrimination and the California Fair Employment & Housing Act

TERESA MCQUEEN

Teresa McQueen is a skilled trial attorney, a published author, and a respected member of the Orange County legal community. She has valuable expertise in Employment Law & HR Consulting, as well as Business Etiquette Training.

Teresa saw the need for a different type of employment law firm after years of litigating civil rights based employment law disputes and providing general counsel services to employers, including representing clients in civil rights litigation matters protecting against discrimination, harassment and retaliation based on race, sex (including pregnancy and gender), sexual
orientation, mental and physical disabilities and other issues.

She founded SAFFIRE LEGAL, PC to provide legal advice, education, and training from a perspective that assesses risk from a knowledge base solid on both the employer and employee perspectives. Combining years of litigation and transactional experience to provide employers and employees tools on developing and maintaining successful employee/employer relationships.

Teresa has authored various articles on a variety of employment issues and has spoken at seminars and lectures on such topics as ethics in business and the workplace, workplace privacy and disability discrimination.

Credits CalBar - MCLE:1.25, HRCI - California:1.25, SHRM - PDC:1.25

Tag(s) Employment Law, California Employment Law & Regulations, CAHR17

Disability Discrimination and the California Fair Employment & Housing Act

Description

Employer provided disability accommodation requires more than ergonomic offerings. This program will highlight disability accommodation in the workplace as an ever increasing part of the employment litigation landscape. The program will focus on the requirements of the Fair Employment and Housing Act (FEHA) when it comes to conducting the “good faith interactive process” and determining whether or not a “reasonable accommodation” can or should be provided, new state rules, and decisions defining covered “disabilities” and employer obligations. Participants will gain a deeper understanding of the FEHA and its overarching purpose, learn “best practices” when it comes to conducting the interactive process and determining reasonable accommodations, and leave with a better understanding of the court’s perception of employer obligations when it comes to providing a discrimination free workplace.

TERESA MCQUEEN

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